企业员工工作家庭冲突、归因方式及工作倦怠的关系研究
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摘要
员工的工作倦怠问题一直以来都是企业非常关注的问题,因为它的状况将会对许多工作后果变量产生潜在的影响,如工作满意感、离职意向、组织承诺等等。而工作家庭冲突作为工作压力的一种表现形式,越来越受到员工和企业的重视,工作压力与工作倦怠之间的关系业已得到许多研究的证明。另一方面,认知中介变量在前因与后果变量之间的作用日益凸现,尤其在心理学研究中其表现更加明显。本研究的目的在于探讨企业员工工作家庭冲突、归因方式及工作倦怠之间的关系,主要希望了解工作家庭冲突与归因方式是否会影响到员工的工作倦怠,而这种影响又是如何体现的,对这些问题的解答将有助于企业制定有针对性的人力资源管理策略,以便更好地平衡工作与家庭的关系,进而缓解员工的工作倦怠状况。
本文以上海、成都两地的企业员工为研究对象,采用问卷调查的形式,通过随机抽样获得了142份有效问卷。研究主要获得了以下发现:
(1)企业员工的工作倦怠总体处于中等偏下水平,其中情绪衰竭、去个性化程度均处于中等偏下水平,而个人成就感水平处于中等偏上水平。
(2)员工的工作家庭冲突总体处于中等偏下水平;具体来说,工作干扰家庭冲突处于中等水平,而家庭干扰工作冲突处于中等偏下水平。工作干扰家庭冲突要显著高于家庭干扰工作冲突。
(3)工作家庭冲突对工作倦怠有显著的正向影响;而归因方式也会影响个体的工作倦怠。
(4)归因方式在工作家庭冲突与工作倦怠之间存在中介作用。具体来看,外部归因在工作干扰家庭和情绪衰竭之间存在部分中介作用;外部归因在工作干扰家庭与去个性化之间存在着完全中介效应。
(5)不可控归因在工作家庭冲突和情绪衰竭间有着部分中介作用;不可控归因在工作干扰家庭与去个性化之间存在着完全中介效应。
Employee's job burnout has always been the focus of many enterprises., mainly for the reason that job burnout will influence such kind of work outcomes as job satisfaction, turnover intention, organizational commitment and etal. As a form of job stress, Work-Family Conflict is gaining more attention from not only the employees but also the enterprises. It has already been confirmed by several researchers that there exists a relationship between work-family conflict and job burnout. On the other hand, the mediation effect of cognitive variables between independent and dependent variables is gaining more and more attention, especially in the field of psychological study. This article aims at exploring the relationship among work-family conflict, attribution style and job burnout. Specifically, we want to find out whether work-family conflict and attribution style will influence job burnout. And if the influence really exists, how will it affect job burnout. Answers to these questions will help managers to set related policies of human resources management accordingly. And these policies will provide a better balance between work and family. In the end, job burnout situation will get improved.
The article takes 142 employees working in Shanghai and Chengdu as a sample. Some main findings are listed below:
1) The employee's job burnout is a little below the medium level. In detail, emotional exhaustion and diminished personalization are obviously below the medium level, while personal accomplishment is above the medium level.
2) The employee's work-family conflict is a little below the medium level. Specifically speaking, work-interfere-with-family conflict lies in the medium level. Family-interfere-with-work conflict is significantly below the medium level. And employees report more work-interfere-with-family conflict in contrast with Family-interfere-with-work conflict
3) Work-family conflict has a positive effect on job burnout. In addition, attribution styles will influence job burnout.
4) There exists a mediation effect of attribution style between work-family conflict and job burnout. In detail, external attribution has a partial mediation effect between work-interfere-with-family conflict and emotional exhaustion. And it has a full mediation effect between work-interfere-with-family conflict and diminished personalization.
5) Uncontrollable attribution has a partial mediation effect between work-interfere-with-family conflict and emotional exhaustion. And it has a full mediation effect between work-interfere-with-family conflict and diminished personalization.
本文以上海、成都两地的企业员工为研究对象,采用问卷调查的形式,通过随机抽样获得了142份有效问卷。研究主要获得了以下发现:
(1)企业员工的工作倦怠总体处于中等偏下水平,其中情绪衰竭、去个性化程度均处于中等偏下水平,而个人成就感水平处于中等偏上水平。
(2)员工的工作家庭冲突总体处于中等偏下水平;具体来说,工作干扰家庭冲突处于中等水平,而家庭干扰工作冲突处于中等偏下水平。工作干扰家庭冲突要显著高于家庭干扰工作冲突。
(3)工作家庭冲突对工作倦怠有显著的正向影响;而归因方式也会影响个体的工作倦怠。
(4)归因方式在工作家庭冲突与工作倦怠之间存在中介作用。具体来看,外部归因在工作干扰家庭和情绪衰竭之间存在部分中介作用;外部归因在工作干扰家庭与去个性化之间存在着完全中介效应。
(5)不可控归因在工作家庭冲突和情绪衰竭间有着部分中介作用;不可控归因在工作干扰家庭与去个性化之间存在着完全中介效应。
Employee's job burnout has always been the focus of many enterprises., mainly for the reason that job burnout will influence such kind of work outcomes as job satisfaction, turnover intention, organizational commitment and etal. As a form of job stress, Work-Family Conflict is gaining more attention from not only the employees but also the enterprises. It has already been confirmed by several researchers that there exists a relationship between work-family conflict and job burnout. On the other hand, the mediation effect of cognitive variables between independent and dependent variables is gaining more and more attention, especially in the field of psychological study. This article aims at exploring the relationship among work-family conflict, attribution style and job burnout. Specifically, we want to find out whether work-family conflict and attribution style will influence job burnout. And if the influence really exists, how will it affect job burnout. Answers to these questions will help managers to set related policies of human resources management accordingly. And these policies will provide a better balance between work and family. In the end, job burnout situation will get improved.
The article takes 142 employees working in Shanghai and Chengdu as a sample. Some main findings are listed below:
1) The employee's job burnout is a little below the medium level. In detail, emotional exhaustion and diminished personalization are obviously below the medium level, while personal accomplishment is above the medium level.
2) The employee's work-family conflict is a little below the medium level. Specifically speaking, work-interfere-with-family conflict lies in the medium level. Family-interfere-with-work conflict is significantly below the medium level. And employees report more work-interfere-with-family conflict in contrast with Family-interfere-with-work conflict
3) Work-family conflict has a positive effect on job burnout. In addition, attribution styles will influence job burnout.
4) There exists a mediation effect of attribution style between work-family conflict and job burnout. In detail, external attribution has a partial mediation effect between work-interfere-with-family conflict and emotional exhaustion. And it has a full mediation effect between work-interfere-with-family conflict and diminished personalization.
5) Uncontrollable attribution has a partial mediation effect between work-interfere-with-family conflict and emotional exhaustion. And it has a full mediation effect between work-interfere-with-family conflict and diminished personalization.
引文
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63、开篇案例链接:http://www.cnr.cn/2OO4news/intemational/200711/t20071114_504628166.html
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2、陈千.企业知识型员工工作家庭冲突及干预策略研究[硕士论文][D].重庆大学,2006
3、谌华,覃开意,梁燕君.工作家庭冲突与自我工作效能感的相关研究[J].贵州师范大学学报(自然科学版),2007,25(2):49-52
4、程刚.电子制造企业基层员II作倦怠及其影响机制研究[硕士论文][D].苏州大学,2007
5、冯颖.职业女性角色定位、工作家庭冲突与工作生活质量的关系研究[硕士论文][D].浙江大学,2004
6、甘艳芬.企业员工工作家庭冲突与其心理健康及生涯满意度的关系研究[硕士论文][D].苏州大学,2007
7、宫火良,张慧英.工作家庭冲突研究综述[J].心理科学,2006,29(1):12-126
8、郭灵.知识型员工工作倦怠影响因素研究[硕士论文][D].山东大学,2007
9、黄勋敬、胡晔.国有商业银行员工工作倦怠现状及对策实证研究[J].金融论坛,2007,(1):11-17
10、江燕.时间管理倾向在工作.家庭冲突对主观幸福感影响中的作用研究[J].新余高专学报,2007,12(2):77-81
11、李超平,时勘等.医护人员工作家庭冲突与工作倦怠的关系[J].中国心理卫生杂志,2003,17(12):807-809
12、李贵卿.工作—家庭冲突的理论模型和研究发展[J].软科学,2007,21(4):13-16
13、李丽英,刘惠军.职业母亲的工作倦怠与自尊、社会支持的关系[J].心理发展与教育,2008,(1):66-71
14、李淼,陆佳芳,时勘.工作—家庭冲突中介变量预感与策略的研究[J].中国科技产业,2003,(7):53-55
15、李晔.工作—家庭冲突的影响因素研究[J].人类工效学,2003,9(4)
16、李永鑫,黄宏强.国外工作家庭冲突研究综述[J].华北水利水电学报(社科版),2007,23(1)
17、刘华、曹蓉.国内工作倦怠研究述评[J].郑州航空工业管理学院学报(社会科学版),2007,26(2):204-206
18、陆佳芳,时勘,John J Lawler.工作家庭冲突的初步研究[J].应用心理学, 2002,8(2):45-50
19、罗耀平,范会勇,张进辅.工作家庭冲突的前因、后果及干预策略[J].心理科学进展,2007,15(6):930-937
20、马世坤.压力源、自我调控及其交互效应对工作倦怠的影响研究[硕士论文][D].浙江大学,2007
21、宁元元.组织支持感、A型行为对工作家庭冲突的影响研究[硕士论文][D].苏州大学,2007
22、孙静,张林.知识型雇员工作家庭冲突及干预策略研究[J].中国集体经济,2007,5月(下半月)
23、唐芳贵,彭艳.工作家庭冲突、控制感与中小学教师的职业倦怠[J].中国临床康复,2006,10(46):82-85
24、王觅也.角色压力与工作倦怠关系的实证研究[硕士论文][D].西南交通大学,2007
25、王同军.大学生的职业归因风格、职业价值观、职业决策自我效能与求职行为的关系[硕士论文][D].山东师范大学,2007
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